The University of Southern California (USC) is one of the worldâs leading private research universities.Â An anchor institution in Los Angeles, a global center for arts, technology, and international business, USC is also one of the largest private employers in the City of Los Angeles. We are searching for exceptional individuals to help us fulfill our mission: Developing individuals and society as a whole through the cultivation and enrichment of the human mind and spirit.Â
The Associate Vice President (AVP) of HR Operations and Information Systems will lead the Universityâs core systems, employee services and programs. This role is responsible for facilitating the formulation of Human Resources strategies, including the compilation of critical information for the evaluation of process and continuous improvements and programs. The AVP of HR Operations and Information Systems will be responsible for building, executing, and operating a brand-new HR service delivery model that delivers world-class HR services commensurate with the stature and aspirations of the University. This individual will oversee the HR Service Center, timekeeping, employee changes, HR Information Systems, Records and Compliance Management, and Program Services. Working collaboratively with the Senior HR Leadership team and client stakeholders, this individual will keep current with best practices and be open to change and system enhancements. The AVP of HR Operations and Information Systems will continuously review and analyze the employee experience and measure the financial impact, focusing on the return on investment. The AVP of HR Operations and Information Systems reports directly to the SVP of Human Resources. This individual will introduce and drive innovative programs from concept through to delivery. This role will execute USCâs vision while championing USCâs culture and values.
The candidate for the position of Associate Vice President (AVP) of HR Operations and Information Systems must meet the following qualifications:
Bachelorâs degree in organizational design and development, human resources, business administration, or another related field.
Fifteen years of experience in human capital management (specifically working with HR data and systems to drive people insights and solutions across HR services).
Eight years of experience in a management or leadership role.
Experience spearheading a complex service center from service delivery model development to deployment and continuous improvement.
Extensive experience designing, establishing, and implementing robust HR programs and projects, policies, and best practices with a proven ability to lead teams and influence outcomes.
Proven knowledge of HR systems and automation, with experience implementing enterprise database and human capital management (HCM) systems.
Knowledge of current federal and state labor and benefits laws and regulations including ADA, ADEA, COBRA, EEOC, ERISA, FLSA, FMLA, Health Care Reform Act, HIPPA, OSHA, Pension Protection Act, Title 7, USERRA.
Familiarity with state laws such as CFRA, DFEH, IWC, PDA, Paid Family Leave, SDI, Unemployment, and Wage Orders.
Ability to quickly establish credibility to partner effectively with leaders and colleagues to define and deliver effective processes, data and programs that support organizational goals.
Demonstrated leadership and interpersonal skills and ability to work effectively with individuals at all levels of an organization.
Excellent critical thinking, problem-solving, and organizational skills.
Exemplary attention to detail.
Ability to develop analytics from multiple streams of data, interpret trends, and develop persuasive recommendations.
Excellent oral and written communication skills with the ability to tailor delivery to various audiences, from staff to executive leadership.
Fluency in Microsoft Office applications (Word, Excel, Outlook, PowerPoint).
The ideal candidate for the position of Associate Vice President (AVP) of HR Operations and Information Systems has the following qualifications:
An advanced degree in business, resource management, or organizational development.
Experience in higher education, or experience at a large, complex, matrixed organization.
Experience in a senior administrative or executive role for an organization.
Strong project management skills and prior vendor management experience.
Experience implementing new benefit programs and managing major benefit changes.
Demonstrated numerical aptitude and knowledge of business finance.
Prior experience with labor/benefits budgeting.
Ability to listen and engage positively and successfully with University faculty and staff as well as internal and external business partners.
Ability to think resourcefully as well as proactively drive positive, progressive change.
Has a reputation for discretion, integrity, judgement, responsiveness and common sense.
Demonstrated leadership experience and executive presence, with a proven ability to inspire all levels of the organization.
Substantial problem-solving skills with strategic focus on process mapping, task management and execution.
Experience in a unionized environment.
Knowledge of computerized information systems used in human resources applications.
Experience working with Workday HCM and ServiceNow.
The candidate for the position of Associate Vice President (AVP) of HR Operations and Information Systems will be responsible for:
Build on an established network of professional contacts, maintains memberships with relevant organizations, and attends conferences and seminars as appropriate. Demonstrate understanding of HR issues of varying complexity and how to design a nimble service center equipped to handle different customer needs. Oversee the accurate and timely processing of all activities and tasks from the HR Service Center, HRIS, and timekeeping. Manage personnel record keeping and data tracking, related to new hires and employees, including but not limited to: separations, benefits, workers compensation claims, leaves of absence, and credentialing. Oversee the accurate application of variable pay rules.
Design and communicate HR Service Center offerings that best support employees of schools and business units and provides world-class customer experiences. Design self-service processes that are intuitive and support broad needs of the University. Develop strong connections with HR Partners, working in synchronization other stakeholders, to assist with core HR activities. Collaborates with other units and departments to increase efficiencies and streamline costs and processes across the organization. Designs escalation paths for complex HR-issues from the service center to HR specialists in the organization.
Design a scalable service delivery model to enable a world-class customer experience between customers and the service center. Deliver HR systems and automation strategies in collaboration with central IT to support the Universityâs talent acquisition, benefits and leaves administration, communication, onboarding, reporting-needs, development, and compensation objectives. Ensure a positive working relationship within the HR Service Center and with customers by frequently communicating and soliciting feedback and measuring customer satisfaction. Identify and implement Workday improvements to increase value to users and reduce need for shadow processes (e.g., FAM integration exit interviews, tracking licenses, notices to employees).
Collaborate with and build consensus among HR leaders. Craft the communications strategy to articulate the new service delivery model to all HR customers directing them to the appropriate resources to answer questions and intake service tickets. Communicate the value proposition of investments in people, systems, process, and programs to achieve service excellence in the new service delivery model. Anticipate HR issues and solutions and engage HR customers by gathering insights and feedback on their HR experience to drive adoption and implementation of technology enhancements, solutions and partnerships to increase efficiencies.
Establish KPIs to evaluate the performance of the HR service center, as the focal point of the service model, to prioritize areas for improvement. Create a continuous improvement program to build capabilities across USC to codify design and implementation processes (e.g., design a set of common tools and language to continuously improve systems, train employees in each unit to implement system and conduct process mapping). Ensure the ongoing building of a performance-driven culture by developing metrics-based assessment tools to determine service and value added. Improve processes by partnering with others to enhance service center management, reporting, data quality, and HRIS utilization.
Review and benchmark the internal and external environment to improve HR policies and initiatives. Identify process improvement opportunities and recommend alternative solutions. Build, analyze, and refine key performance indicators (KPIs) to measure performance and service quality.
Collaborate with the HR executive team, HR partners, and other stakeholders to plan, manage and provide continuous improvements for all aspects of human resources processes and services, based on strategic objectives and any pertinent regulatory changes that may affect operations. Contribute to an inclusive environment by building and maintaining collaborative relationships with team members, peers, and leaders across the HR organization. Uphold the principles of the USC Code of Ethics.
Continuously identify and implement new processes, technologies, and workflows that align to strategies set for administrative and academic operations. Demonstrate, through words and actions, alignment to USCâs Strategic Plan and the HR Organizationâs Strategic Plan.
Performs other related responsibilities as requested and when necessary. The University reserves the right to add or change duties at any time.
The University of Southern California is an Equal Opportunity Employer.
Minimum Qualifications The candidate for the position of Associate Vice President (AVP) of HR Operations and Information Systems must meet the following qualifications:Bachelorâs degree in organizational design and development, human resources, business administration, or another related field.Fifteen years of experience in human capital management (specifically working with HR data and systems to drive people insights and solutions across HR services).Eight years of experience in a management or leadership role.
Internal Number: REQ20090798
USC is the leading private research university in Los Angeles—a global center for arts, technology and international business. With more than 47,500 students, we are located primarily in Los Angeles but also in various US and global satellite locations. As the largest private employer in Los Angeles, responsible for $8 billion annually in economic activity in the region, we offer the opportunity to work in a dynamic and diverse environment, in careers that span a broad spectrum of talents and skills across a variety of academic and professional schools and administrative units. As a USC employee and member of the Trojan Family—the faculty, staff, students, and alumni who make USC a great place to work—you will enjoy excellent benefits, including a variety of well-being programs designed to help individuals achieve work-life balance.